Performance Management

Improve performance management with ongoing feedback, goal-setting, coaching, strengths-based development, and recognition and rewards

Beyond the annual review, performance management should include ongoing feedback, goal-setting, coaching, strengths-based development, and recognition and rewards – and managers must be held accountable for these outcomes. Learn how performance management can be integrated with strategic organizational goals, rewards and recognition programs, and development and succession plans. With the help of performance management systems and social technology, you can make performance management part of day-to-day leadership.

Learn More about Performance Management with our Top Resources


4 Ways to Unstick Your Stuck Thinking

October 9, 2014 | Nicole Lipkin, Psy.D., M.B.A. | HCI

When there is something that requires objective, clear thinking in your business or personal life, challenge your natural propensity to see what you want to see and hear what you want to hear by:

  • Challenging your assumptions - try to disprove, rather than prove, your hypothesis.
  • Seek outside opinion - get feedback from others who may see things differently than you.
  • Writing it down – the written word will make you feel more accountable to your analysis.
  • Admitting you were wrong, when appropriate - we hate to admit it, but humility goes a lot farther than rationalizations and justifications.

The ROI of Talent Management

September 30, 2014 | Cornerstone OnDemand

Over the past decade, talent management initiatives have become one of the top priorities within global organizations. While the business value of talent management investments is often recognized discretely through ...

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BlogEngaged Mobile Learning

Building and Retaining an Engaged Mobile Learning Audience

September 19, 2014 | Gregory A. Ketchum, Ph. D. | HCI

Enterprise learning & development is undergoing a profound and rapid evolution from classroom and other location based venues to mobile enabled learning solutions and practices. Another way to describe this transformation is that learning and development is moving from a push (classroom) to a pull (self-directed, self-selected elearning) medium. For a pull mobile learning medium to be successful the learning and development content has to be informative, relevant, and most of all entertaining and engaging. The emergence of a new mobile learning model that is based on characteristics of a successful radio talk show does just that by offering compelling content that hits those marks of what makes for a successful pull mobile learning medium.